What Artificial Recruiting Products Should Talent Acquisition Consider in 2020?

I had the pleasure of attending three talent acquisition conferences this year and enjoyed everyone one of them. I can only imagine the stress you would feel if your company asked you to research, find, and purchase the best artificial intelligence (AI) recruiting product. If you attended any of these TA conferences this year, you would walk out feeling overwhelmed.

For example, meet Tengai, the unbiased interview robot. It will set the interview, and when the candidate comes in for an interview, Tengai will do a 15-minute interview with each candidate. All interviews will have the same questions, and the candidate is analyzed for skill sets, soft skills, personality traits, listening, and emotions. If Tengai likes the candidate, they will automatically be scheduled for the recruiter. It was an awe-inspiring presentation and I can’t wait to see case studies by the early adopters. For most reading this article, this is not you!

With billions of dollars being poured into this space and products being released weekly, you may be thinking you are missing out. My goal today is to give you three areas in AI talent acquisition that are the things to watch because they may help you get the best talent.

“As I showcase different AI solutions for employers, just remember technology companies are building AI solutions for job seekers as well.  This AI data will provide jobseekers a detailed report that showcases your company culture, leaders, financial situation, average tenure of every employee, success and failures and overall company fit for that applicant.  Just as a job seeker has to optimize their resume today to get through your ATS, when a robot comes to analyze your company for the job seeker, make sure you have great data points ready for them to heist!”

CHATBOTS:
Companies like Mya and Paradox are leading the way in the initial screen via text and video chat. Think about it, if 100 applicants apply to your administrative assistant job, unless you have unlimited resources and people, only a few people will get an interview, and this will be based on how well they optimized their resume. Chatbots can reach out to everyone and collect relevant information found in top performers to the actual job. But wait, there is more! Chatbots can also make sure the applicants selected to get their interviews scheduled, answer applicant questions, and even give directions on the day of the interview. Here is an excellent case study on how a chatbot changed the entire recruiting process for DP Electric.

YOUR ATS:
You spend tons of money on your applicant tracking system and even more filling it up with talent. However, when you get a new job requisition, many times, the ATS is ignored. What if you had technology that was always working your ATS system. A “gremlin” that is always updating records with new information, reaching out automatically to targeted candidates, updating critical skills, and doing this 24/7. Companies like Opening.ai, I believe, will be a great benefit to your organization. The term heard at the convention is talent rediscovery.

AI for PASSIVE CANDIDATES:
What if you could get a list of all nurses or claims adjusters in Orlando that may be ready to make a job change. Companies like IBM’s Watson can deliver a list of passive candidates that fit your job requisition. This technology scans the internet and finds candidates who are working but statically may be ready to move. For example, if nurses at a particular hospital are found only to stay three years, Watson will give you all the names and contact information of nurses who may fit this category. That is a straightforward way to look at it, but Watson also combines this data with anything they find in a personal social profile or public records. For example, they may say my job sucks, and I am moving to Florida, while at the same time, they just sold their house. Pretty powerful stuff.

The power AI has in finding great talent is real. The challenge for many companies is having the right fit, company culture, onboarding, upward mobility, pay grade, and so many other things that can allow that talent to prosper. If those things are not in place, AI will backfire because your employee's names and contact information will be on your competitors' passive candidate list.